Work Values, Early Career Difficulties, and the U.S. Economic Recession

Abstract

We examine how work difficulties in the early career, and the generally deteriorating work conditions associated with the recent U.S. economic recession, shape individuals’ work values. Drawing on panel data from the Youth Development Study, we test whether individuals change their work values in response to concerns about satisfying material needs or the features of jobs that they are able to attain. Results indicate that extrinsic values are weakened in the face of unemployment, as well as reduced job security, income, and advancement. These patterns support a reinforcement and accentuation model in which workers adjust their values to emphasize what they actually obtain from the job. Intrinsic values are weakened by working in a job unrelated to one’s career plans; they are reinforced by the experience of greater intrinsic rewards and advancement opportunities.

Unemployment and Subjective Well-being: Comparing Younger and Older Job Seekers

“…This finding echoes previous research by Gibson (2009) suggesting that effort is central when evaluating a person's merit in relation to receiving unemployment benefits in western welfare states. Previous research by Johnson, Sage, and Mortimer (2012) has demonstrated how work values tend to adapt to work situations with people in well-paying and steady jobs valuing extrinsic values such as pay and stability more than people in insecure, or no, current employment. The explanation of this phenomenon termed the 'reinforcement and accentuation model' avoids the psychological distress associated with cognitive dissonance experienced if one's values are not in accordance with one's situation.…”

A Cultural Analysis of Employees' Work Values and Their Consequences for Work-Related Outcomes: The Case of China

“…They refer to employees' desires to derive satisfaction and interest from the work itself (Johnson, Sage, & Mortimer, 2012;Porter & Lawler, 1968) Questions 10--18 (see the table below; 5-Likert scale) 13 …”

“…The most widely used approach classifies work values as intrinsic or extrinsic (e.g., Elizur, 1984;Johnson et al, 2007;Schwartz, 1999;Vansteenkiste, Neyrinck, Niemiec, Soenens, De Witte & Van den Broeck, 2007). On the one hand, extrinsic work values reflect employees' preferences toward rewards external to work, such as pay and job security (Johnson et al, 2012). On the other hand, intrinsic work values concern employees' desires to derive satisfaction and interest from the work itself; sources of such satisfaction, for example, can include autonomy, intellectual challenges, and personal growth (Johnson et al, 2012).…”

“…On the one hand, extrinsic work values reflect employees' preferences toward rewards external to work, such as pay and job security (Johnson et al, 2012). On the other hand, intrinsic work values concern employees' desires to derive satisfaction and interest from the work itself; sources of such satisfaction, for example, can include autonomy, intellectual challenges, and personal growth (Johnson et al, 2012). Apart from the extrinsic-intrinsic work-value distinction, other research has suggested the following additional dimensions of work values: status-related values (e.g.…”

“…Intrinsic work values refer to employees' desires to derive satisfaction and interest from the work itself (Johnson, et al, 2012) Person-organization fit (P-O fit) refers to the extent of congruence between a worker's work values and perceived fulfillment of those work needs by his/her employer (Cable & DeRue, 2002;Kristof-Brown, et al, 2005).…”